RECRUITMENT AND SELECTION Flashcards
-A term used to describe the individual who make up the workforce of an organization
HUMAN RESOURCES
- Core function of all organizations
- Ensures that companies have the necessary talent required to operate effectively
HUMAN RESOURCE MANAGEMENT
-Framework for the expansion of human capital within an organization
HUMAN RESOURCE DEVELOPMENT
– HR department are viewed as the specialists in the areas that encompass Human Resources or people management.
EXECUTIVE ROLE
HR department will check other departments and the organization as a whole to ensure all HR policies are being carried out in accordance with the company’s HR policy
AUDIT ROLE
HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organization.
FACILITATOR ROLE
HR department will advise managers on how to tackle specific managing people issues professionally.
CONSULTANCY ROLE
HR department is an information provider to raise awareness and inform departments and functional areas on changes in policy.
SERVICE ROLE
the major responsibilities of the HR Team where HR managers come up with plans and strategies for hiring the right kind of people.
RECRUITMENT AND TRAINING
HRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it.
PERFORMANCE APPRAISALS
HR department acts as a consultant and mediator to sort out issues in an effective manner.
MANAGING DISPUTES
the process whereby company leaders and HR professionals identify key positions within the company and develop plans to fill those positions either with internal or external staff.
SUCCESSION PLANNING
includes employees that are only temporary or that do not contribute to the most essential tasks the business must complete.
FLEXIBLE WORKFORCE
includes employees who perform the vital activities of the company and has handful advantages such as stability, continuity and predictability.
CORE WORKFORCE
this term refers to a broad category of workers whose business relationship with the organization for whom they perform the work operates on a restricted-time basis founded on a contingency such as peak workload or special projects.
CONTINGENT WORKERS
a service that matches the labor needs of its corporate clients with individuals who have the skill sets necessary to meet those needs.
STAFFING FIRMS/STAFFING AGENCY
the payer has the right to control or direct only the result of the work and not what will be done and how it will be done
INDEPENDENT CONTRACTORS
this is more commonly called as service provider or third-party provider. This can be defined as the transfer of business process to an external organization.
OUTSOURCING
a good document to look at first, as it might indicate at a glance that an applicant is “completely out of the game” when it comes to meeting your job specifications/statement of qualifications
COVER LETTER
measures of learning capacity, scholastic aptitude, verbal reasoning ability, comprehension, memory, and reasoning style
COGNITIVE ABILITY AND INTELLIGENCE
measures of knowledge within academic subjects, scholastic skills (like reading and writing)
ACHIEVEMENT TESTS
measure current performance or potential in special skill areas like mechanical aptitude, musical and artistic ability and spatial abilities
SPECIAL APTITUDES AND ABILITIES
shows the key components of job requirements job analysis, each of which must be explicitly considered for inclusion in any job requirement job analysis.
JOB REQUIREMENT MATRIX
Competency based approach is today used by a lot of many organizations in achieving their strategic objectives
JOB DESCRIPTION AND COMPETENCIES
measures of interest in the activities, skill development and environments associated with various occupations
VOCATIONAL INTEREST TESTS
measure character ‘traits’ or personality patterns using either ‘diagnostic’ tests for measuring non-typical behavior to define treatment, or ‘development’ tests measuring typical behavior for making development plans or decisions
PERSONALITY TESTS
representation of some aspect of work that an individual would be expected to perform.
JOB SIMULATION
could be described as word-of-mouth recruitment, or at management level it is commonly known as headhunting.
INFORMAL RECRUITMENT
the key to effective formal recruitment is to have the right job specifications and the right advertising strategy to attract the right employees.
FORMAL RECRUITMENT
critical and valuable resource for identifying new and talented applicants. Satisfied employees are the best public relations representatives that an organization can have.
EMPLOYEE REFERRALS
focused way of developing and building a broad list of contacts and using them to your advantage when you need something.
NETWORKING
students who have successfully worked part-time or summer positions for the organization
ON-THE-JOB TRAINEES
most business receive unsolicited resumes and job applications even when they are not hiring
UNSOLICITED APPLICATIONS
depending on the type of position to be filled, high schools, trade and vocational schools, colleges and universities can be good sources of candidates.
SCHOOLS AND COLLEGES
alumni files can be a good source for companies seeking educated candidates with more work experience than recent graduates generally have
ALUMNI PLACEMENT OFFICES
companies usually pay a booth fee and send representatives to collect resumes and pre-screen candidates
JOB FAIRS
most trade associations maintain a central clearinghouse of candidates who wish to change jobs.
ASSOCIATIONS
rather than basing pay increase on promotions, pay increases can be based on knowledge and skill acquisition and contribution to the organization as a team member and individual.
ALTERNATIVE REWARD SYSTEMS
greater challenge and autonomy in the workplace can be created by having employees work in teams where they are responsible for all aspects of work involved in providing a service or product, including self-management.
TEAM BUILDING
Workshops, self-directed workbooks, and individual advising can be used by organizations to ensure that employees have a well-reasoned plan for movement in the organization.
COUNSELLING
these organizations match job seekers with potential employers for a fee, usually paid by the employer once a candidate is hired.
PRIVATE EMPLOYMENT AGENCIES
similar to private employment agencies, but their fees are usually paid by former who have laid off or downsized workers.
OUTPLACEMENT AGENCIES
these firms offer employees to fill a wide range of needs, from clerical to manufacturing to professional services
TEMPORARY SERVICES
employment advertising included everything from a “help wanted” sign in the window, to print ads in local newspapers or specialized publications like trade magazines, to classified ads on cable television or the internet.
ADVERTISING
employees are made aware of job vacancies. Usually this is accomplished by a job posting and bidding system.
OPEN INTERNAL RECRUITMENT SYSTEM
both open and closed steps are followed at the same time.
TARGETED SYSTEM OF INTERNAL RECRUITMENT
very similar to the advertisement used in external recruitment. It spells out the duties and requirements of the job and show how applicants can apply.
JOB POSTING
though it has not been used much in internal recruitment, more companies are using employees’ referrals to staff positions internally.
EMPLOYEE REFERRAL
inspired by the successes of online auction sites like eBay and Priceline.com, a new innovation in sourcing internal candidates is bidding.
EMPLOYEE BIDDING
known a commodity and require less orientation to the organization than would external hires.
IN-HOUSE TEMPORARY POOLS
Most succession plans include replacement charts, which indicate positions and who is scheduled to fill those slots when they become vacant.
REPLACEMENT AND SUCCESSION PLANS
an intranet is similar to the internet, except that it is confined to the organization.
INTRANET AND INTRAPLACEMENT
there are equal differences between scales points for the attribute being measured and has a logical or absolute true zero point.
RATIO
represent the amount of the attribute being assessed. These are numerical indicator of the attribute.
SCORES
a process used to gather and express information about persons and jobs in numerical form
the process of assigning number to object to represent quantities of an attribute of the objects
MEASUREMENT
